#bonus

Watching Nike’s leadership discuss “winning” while the stock collapses from roughly $177 to $38 is like watching the captain of the Titanic accept an award for improving access to ocean views.

These people inherited the Swoosh, one of the most recognizable and valuable symbols in human history and somehow turned it into a case study in executive arrogance, strategic confusion and highly compensated mediocrity. It is genuinely impressive. Most people could not damage a brand this powerful without actively trying.

But accountability at Nike apparently works differently depending on your salary. When employees struggle, they are “low performers” who must be eliminated. When executives erase billions in shareholder value, weaken the marketplace and lose ground to smaller competitors, they receive bonuses, consultants and another opportunity to reorganize everyone beneath them.

Then comes the corporate theater: “Win Now.” “Sport Offense.” “Consumer-led.” “Future growth.” A seemingly endless vocabulary designed to disguise the inconvenient fact that the people constantly lecturing everyone about excellence have delivered one of the least excellent performances in Nike’s history.

The employees who actually designed, engineered, developed and delivered the product were treated as expenses. The executives who repeatedly misread the market were treated as visionaries. Now the share price provides the performance review leadership was apparently too important to receive.

From $177 to $38.

Just do it? They just did it, to themselves.

Nike does not suffer from a shortage of talent. It suffers from a surplus of executives who confuse authority with intelligence, meetings with progress and surviving their own failures with leadership.

The Swoosh deserves better. Employees deserved better. Shareholders deserved better.

But please, tell us again how eliminating more working people will finally correct the decisions made by the untouchable geniuses at the top.

I show up at the office. I sit there for 8 hours to the exact minute.
All I do is hang out, talk to people around the office, scroll on my phone and watch Netflix on my iPad.
The best part is with this new 8&skate culture there’s really no pressure to deliver anything anymore. As long as you show up and sit you get an exceeds rating.
I’ve significantly reduced my hours and no longer feel any stress or pressure because I no longer care. I’ll stick around and keep doing the exact same thing until I’m paid to leave.
You bootlickers can keep ki-ling yourselves to pick up the slack while I get the same rating, pay, and bonus for 1/8th of the workload. You keep working hard and paying my bills while I keep chillin. Thanks!

• Unions representing nearly two-thirds of Micron's Taiwan staff may strike
• Unions seek a one-off payment and quarterly bonuses tied to 15% of operating profit
• More than 80% of surveyed members backed action, unions say
• Taiwan is Micron's largest manufacturing base; a stoppage could disrupt chip supply
• The dispute comes amid AI-driven memory-chip demand and rising ​sector profits

https://www.reuters.com/business/world-at-work/microns-taiwan-unions-threaten-strike-over-bonus-dispute-2026-09-01/

How many people live off their bonus and it isnt a true bonus?

Do you think HR (or whoever) that makes the layoff decisions gets a bounty (bonus) for every life they ruin?

Just askin'.

What's the last date that you can leave and still get your yearly bonus?

When is the PL&I bonus to be paid this year.

Who is eligible for the 1st half bonus on the legacy Xerox side?

Is it worth staying through year end for the bonus this year? I'm seeing mixed views on expected payout vs target. Do you get a payout if you are on payroll as of 12/31, so leaving in January would be OK?

Take all the bonuses away from M4 and above.
Make all M4 and above take a 3% pay cut.
Give all M3 and below a minimum of a 5% raise.
Then we will believe that you truly understand we are the most important assets the company has and that we need to be compensated.

Oh, was that not motivating enough?
Well what if we completely fu---d you over and made you commute for 2 hours a day?

Oh well, I tried. I cannot figure out why the employees are not happy or motivated.

Time to give myself a 5 million dollar bonus for all that hard work!

New to the company. Could somebody teach me about Seagate’s bonus structure?

Over the past week there have been appointments, a new hire and new role assignments as HT repositions leadership. This is typically the precursor to mass layoffs. The layoffs will be starting in 3-4 weeks and continuing right through the holidays. This is especially important at year-end so we can all get our enormous bonuses. Don't worry about us, we make tons of money and will have no problems providing our families with a very nice holiday season while you, the proletariat, will have to dip into savings, take early 401k distributions, drive rideshare to make ends meet and generally be in a very bad position financially until another opportunity comes along.
May the odds be ever in your favor.

They're milking the company for quick profits while it lasts. Layoffs boost stock prices and pad bonuses, even if they hollow out the company for the future. They're not clueless. They just don't care what happens after they cash out.

Anything on this? Heard the managers are gettijg names for low IPF in the bonus and LR planning

If I leave in the 4th qtr, say Nov 1 would I get 100% of the bonus next March? Is it pro-rated quarterly?

I heard that several managers are receiving a huge package as "performance Bonus". True or false?

I wonder, if eventually, this forum of associate honesty would inspire change by the top 4 or 5 leadership positions. Change that they would claim as their smart thinking, and result in a bigger compensation, bonus, reward.

Just for planning purposes this is my first year as FTE with USAA, does everyone get a bonus holiday check if the company awards it per year? Are there any exceptions ? and which paycheck does it usually land ? November or December ? Thank you

You’re eligible for prorated AIP or full AIP in Q4 or Q1, respectively, if you’re RIF’ed prior to the March payout. Just need to make it 44 more days baby!!

As expected sh-t bonus considering how profitable the company is. There is no rsus either. Fu--ing greedy ba----ds executives and management

Does anyone know if the compensation and rsu is much higher at execs level

Did anyone here receive additional bonus and rsus like 2025 ?

Team,

I am looking for a good law firm that is interested in pursuing a case against Oracle for how are evaluating people's year ends reviews and how they are calculating ATV/bonuses. Anyone have any referrals of good law firms with a winning track record? Yes, I am still employed with Oracle but who knows by next month.

For decades, Edward Jones’ home office compensation and benefits have been well below average. 20% below-market salaries and bonuses; terrible health benefits; stingy PTO; a pathetic $500 401(k) match. Although there’s a heavily-trod path of young people passing through for a couple years just to get licensed before departing to greener pastures, the firm’s always managed to keep enough people aboard with stability, work/life balance, and other pleasantries. Now that the niceties have been dispensed with, and there’s creepy, grubby tinkering with partnership stakes, what’s left to attract and retain talent? Food days, balloons, accolades scrawled on construction paper with gold star stickers, and the other dog and pony show fluff don’t cut it. FAs and their clients, not to mention the rest of the world at large, are trading in money, not fairy dust. Management shouldn’t be surprised when existing and prospective home office talent turns out to be the same way.

Considering applying here, but would like insight on current environment for project / program managers/ leads. Based on job postings, would probably work in downtown office. Are there bonuses? Is it worth it since I might need to get security clearance to work there. I currently have a hybrid set up, and it seems L3 Harris requires 5 days in office, would be a major adjustment but trying to see if positives outweigh benefits.

Happy August 14th! Now that the official "you must be present to win" date has arrived, did OpenText actually pay out any annual bonuses today? After they raised the achievement metrics last year, I’m genuinely curious if anyone saw 100%, a fraction, or just a big fat zero. I was part of the March spring cleaning and luckily walked away with my prorated bonus fully baked in.Did the rest of you get a reward for surviving, or did the goalposts shift right off the field?

Company 125%
Personal 125%
15% of 240K (just an engineer)
The bonus is ?
240K 1.25 1.25 * 0.15 = 54,000

Alternate way for a loser ex CSCO:
Buy 5400 shares.
Wait CSCO from $113 to $123
Profit = 54,00 * $10 =$54,000
Promise you by NOV, it will be $150.
HA HA HA HA HA HA HA

Any inside corruption story for possible layoff rewards, bonus or vouchers

Here’s a cleaned-up, more coherent version that keeps your original tone and meaning:

Rumors started about 60 days ago of a possible CEO change, a bonus for employees after a record quarter, and Mondays working from home.

I’d been hearing the CEO-replacement rumor for a while and was hoping it would happen, but it looks like a big fat no. So when I first heard whispers about a bonus, my reaction was “Oh he-l no… HE-L no.” I was pleasantly surprised when that one turned out to be true.

As for Mondays working from home—I’d be surprised if it actually happens, but I don’t think it’s completely off the table. The company is global and we aren’t needed in the office every day, so it could be a real work-life-balance perk. The whispers about it are growing the same way the bonus rumors did, so we’ll just have to wait and see.

Still, I’m disappointed the CEO is still here.

(And glad you can use an AI agent after having an IT person come in and type it in for you.)

When are they supposed to have the ratings in? Wondering how long I need to just slightly above bare minimum. I can’t give any extra energy to this place for the next X days until bonus and profit sharing pays out.

I believe I’m cooked my manager asked me if I wanted to take the next rif package. He then asked me if I was ready to retire. I’m The only one left onshore for my team so I feel like they’re gunning for me for the next rif. I make $184k including STI bonus. Do you think I’m overreacting?

Do we get a bonus for this year in severance (YTD only)

I worked for InAuth, which was acquired by American Express. The company was run by a bunch of people who didn’t understand how to manage a software project, create a marketing plan, or exercise any meaningful leadership skills. Management was highly motivated to increase their frequent flier miles and avoid getting fired before their bonuses arrived. Everyone was interested in making money and getting promoted, but no one wanted to fix the constantly-breaking software. Charles Crupper distinguished himself by his inability to understand who the bad actors were, and to believe every self-promoting id--t who came his way. InAuth could be a business school study in how MBA’s should not run a technical company. Stupid is as stupid does.

When is the optimal month to retire in terms of?
Balancing getting bonus, 401(k) match yearly vesting, Vacation payout- including any tax implications.

Pile it on, praise them, take your bonus. That's the whole playbook.

Any rumblings of some sort of merger bonus going to take place? Should be the least they can do for such a painful drawn out merger process.

There is salary, a sign-on bonus, an annual bonus, deferred salary, deferred compensation, and all other compensation. The total pay is well into the millions and easily exceeds any of your guesses. Same goes for your VPs and SVPs.  This is an incredible payout for a bunch of wa-kers whose "strategic" decisions are no better than what ChatGPT 1.0 would produce for the cost of a few dollars.

Why would anyone take this. Here’s a few things I’ve thought about:

1. You have no control or say over how the firm is run
2. No covenants and Class B has no rate floor, so you are last in line for any payouts
3. If something happened in the markets, or the firm is badly run, you have your salary, bonus, and LP at risk, it concentrates your wealth to a single firm you have no control over.
4. 20% over the last few years might not have even been better than a growth fund, so there are alternatives.

The whole structure comes down to whether you trust the current management or not.

What am I missing?

With the massive profits the company is raking in, it might go a long way with the employees who have hit rock bottom morale to give an additional bonus. I know there's a f a t chance of that happening with MW ,but all of us who have suffered through his leadership should get an extra piece of the pie!

laying off sales staff or putting them on a PIP for not using Dell's AI Sales Chat enough but outperforming their sales quotas is not....well it's not a sales position, it's a KPI position...I smell bean counters and Icahnists...they reduced payouts every quarter this year, were awarded a #10 Billion.... with a "B" no bid contract from the "government" and the day they reduced commission payouts.....was the same day the VP of sales was given a $123 million dollar bonus....'Merica....I've been with Dell since 2005 and have NEVER seen this level of disloyalty from leadership. Leadership gets paid on orders that are booked.....Managers and sales staff get paid on orders that are shipped...there is a difference..